Perks used to be a fun, feel-good bonus. Free lunch Fridays. Ping-pong tables. Gym reimbursements. The kind of add-ons that said, “We care about our people” — without overhauling anything about how work felt or functioned.
But the workforce has changed. Expectations have shifted. And while the intent behind these perks hasn’t disappeared, their impact has.
For many small and mid-sized businesses (SMBs), this creates a frustrating dynamic: you’re trying to show appreciation, boost morale, and compete for talent — but the perks you offer aren’t being used or valued. Employees scroll past your announcements. Participation is low. Retention feels shaky.
So why are traditional perks falling flat? And what can you do differently that doesn’t break the bank?
Let’s dive in.
The Problem with “One-Size-Fits-All” Perks
The core issue isn’t that perks are bad. It’s that they’re too generic.
Consider these common examples:
- Office snacks: Great for in-office teams, but useless for remote or hybrid workers.
- Gym memberships: A solid gesture — if your team is local, enjoys fitness, and wants that specific gym.
- Company outings: Fun in theory, but not inclusive for employees with caregiving responsibilities or social anxiety.
The truth is, these benefits often reflect what leadership thinks people want, rather than what employees actually value.
And in today’s workforce — diverse in age, lifestyle, location, and priorities — a blanket perk rarely fits all. The result? Low engagement, wasted budget, and missed opportunities to connect with your team in ways that matter.
What Today’s Employees Actually Want
Employees are no longer just looking for a paycheck. They’re looking for a work experience — one that fits into the life they’re building.
A 2023 survey by Deloitte found that nearly 90% of employees say they expect their employer to support their wellbeing — but only 60% believe their employer is actually delivering.
That’s a significant gap — and it’s not just about wellness programs or mental health days. It’s about feeling seen and supported as a whole person.
What makes someone feel cared for? It’s not snacks or swag bags.
It’s personalization, flexibility, and relevance.
Today’s top talent wants benefits that:
- Acknowledge their unique lifestyle (whether they’re a new parent, a pet lover, or a remote worker living in the mountains)
- Offer choices and autonomy
- Reflect the company’s understanding of them as people, not just as roles
In other words, perks that feel personal — not performative.
Why This Matters More for SMBs
If you’re running or growing a small or mid-sized business, you may not have the resources to offer the salaries, stock options, or expansive benefit plans that big companies can.
But what you do have is agility.
SMBs are uniquely positioned to be nimble, human, and intentional — and when used well, that’s a major competitive advantage.
By offering more personalized perks, you can:
- Increase employee retention without increasing salary
- Boost morale and productivity by helping employees feel seen
- Stand out in the job market by offering something that feels fresh and authentic
The best part? You don’t need a huge HR team or a big budget to do it.
So, What’s the Alternative?
The answer isn’t to spend more. It’s to spend smarter.
Instead of investing in a one-size-fits-all perk that only appeals to a fraction of your team, shift your strategy to personalized, lifestyle-based benefits that let people choose what’s meaningful to them.That’s where LIVD comes in.
How LIVD Helps You Personalize Perks — Without the Complexity
LIVD is a lifestyle benefits platform designed for modern teams. It gives your employees the freedom to choose perks that actually fit their lives — from wellness and mental health to pet care, travel, entertainment, and more.
Here’s how it works:
- You set the budget. Whether it’s $25/month or $100/month per employee, you stay in control.
- Your team picks their perks. Each employee can explore and select what matters most to them.
- Everyone wins. You offer a standout, high-impact benefit without the guesswork or wasted spend.
Whether your team is fully remote, hybrid, or in-person, LIVD adapts to them — not the other way around. And most importantly, your people feel cared for in ways that actually mean something.
Real Connection, Real Results
Personalized perks aren’t just a nice-to-have. They’re a strategic move for retention, engagement, and culture-building — especially for SMBs.
When you offer benefits that meet your employees where they are, you send a powerful message:
“We see you. We value you. We want you to stay.”
And that message? It’s worth more than a dozen free lunches.
Ready to Make the Shift?
If you’re ready to leave behind generic perks and build a workplace people want to be part of, it’s time to rethink your strategy.
Try LIVD and start offering benefits that fit real lives — not just office trends.
